National Research Centre for the Working Environment, Copenhagen, Denmark.
J Occup Environ Med. 2013 Apr;55(4):454-9. doi: 10.1097/JOM.0b013e31827dba5b.
To examine whether effort-reward imbalance (ERI) at work predicts onset of register-based long-term sickness absence (LTSA) in a representative sample of the Danish workforce.
We measured effort, reward, ERI, and covariates with self-administered questionnaires in a sample of 4775 employees. LTSA during 12-months of follow-up was assessed with a national register. We calculated hazard ratios (HRs) with Cox proportional hazard models.
The HR of LTSA for a one-SD increase in ERI was 1.03 (95% confidence interval [CI], 0.93-1.15) in the most-adjusted model. For effort, the HR for a one-SD increase was 0.95 (95% CI, 0.85-1.06) and for reward the HR for a one-SD decrease was 1.14 (95% CI, 1.03-1.26).
ERI was not associated with onset of LTSA. Low reward, however, predicted LTSA.
在丹麦劳动力的代表性样本中，考察工作中的努力-回报失衡（ERI）是否预示着基于登记的长期病假（LTSA）的发作。
我们使用自我管理问卷在 4775 名员工的样本中测量了努力、回报、ERI 和协变量。在 12 个月的随访期间，使用国家登记处评估 LTSA。我们使用 Cox 比例风险模型计算了风险比（HRs）。
在最调整的模型中，ERI 每增加一个标准差，LTSA 的 HR 为 1.03（95%置信区间[CI]，0.93-1.15）。对于努力，每增加一个标准差的 HR 为 0.95（95%CI，0.85-1.06），而奖励每减少一个标准差的 HR 为 1.14（95%CI，1.03-1.26）。
ERI 与 LTSA 的发作无关。然而，低回报预测了 LTSA。
